Discomfort in noting difference; beliefs / actions that assume world is fair and achievement is based on merit; we treat everyone the same: this approach ignores cultural strengths. The belief that methods used by the dominant culture are universally applicable can lead to implicit or explicit exclusion of ethnic minority communities

Cultural pre-competence

Delegate diversity work to others, e.g. cultural programs asked to be lead by those of that background; quick fix, packaged short-term programs; a false sense of accomplishment; inconsistent policies and practices; practitioners are sensitive to minority issues but these are not an organisational priority

Cultural competence

Advocacy: on-going education of self and others; support, modeling, and risk-taking behaviors; a vision that reflects multi-culturalism, values diversity and views it as an asset: evidence of continuing attempts to accommodate cultural change; careful attention to the dynamics of difference, realising that equal access is not equal treatment.

Cultural proficiency

Interdependence; personal change and transformation; alliance for groups other than one’s own; adding to knowledge-base by conducting research; developing new therapeutic approaches based on cultural considerations; follow-through social responsibility to fight social discrimination and advocate for social diversity.